Name: Importance of evaluation in change agency Name – Bandaru Sai Tarun HWU Person ID: H00440945
Uploaded: 2023-11-10
Duration: 8 min 8 s
Description: Hello everyone, my name is Bandaru Sai Tarun. Today, I am representing the topic about the importance of evaluation in change agency..

[Audio] Hello everyone, my name is Bandaru Sai Tarun. Today, I am representing the topic about the importance of evaluation in change agency.. 

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Importance of      evaluation in change agency 


Name – Bandaru Sai Tarun   
HWU Person ID: H00440945

[Audio] Moving on, I am going to discuss about these contents. I will start with the introduction, Necessity of evaluation of change agency, what are the types of changes we have, Critical role of culture and it's framework, Issues in culture change in organisations, The change process, Critical changes need for a change program, Role of senior management, Finding and training, Validation and evaluation of change program.. 

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TABLE OF CONTENTS
01
03
05
07
09
Introduction
Types of change
Issues in culture change in
organisations
Critical changes needed for a change
program
Finding and training
02
04
06
08
10
Necessity of evaluation of change
agency
Critical role of culture and it's
Framework
The Change Process
Role of senior management
Validation and evaluation of change
program

[Audio] Moving on to 1st Slide - I am going to provide an explanation of why and how internal change agency use evaluation within the change program and issues regarding cultural changes in the organisation and what are the changes needs to be done in this program, Role of senior management and finding as well as training would be evaluated for validation and evaluation.. 

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The presentation will be focused on a comprehensive overview of “why and how internal change agents would use evaluation in the change program”. Issues regarding cultural changes in the organisation and the changes needed for this change program would be discussed.  Role of senior management regarding the change program and finding as well as training would be evaluated for validation and evaluation.

[Audio] Moving on to the next slide - Necessity of evaluation of change agency: Change may cause individuals to face challenges. Evaluation of change agents is helpful in maintaining proper work flow within the organization, changes can trigger surprise through the organisation and changes can be restricted by the employees.. 

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Change is liable in bringing challenges to the individuals. Changes often trigger surprises in the organisation. The change agent may want to get basic assumptions before their activities get challenged. The changes can often be restricted by the employees.

Evaluation of lapse within change process

[Audio] Moving on to the next slide - Types of change: We have three types of changes, -> Transitional change: Transitional change is like upgrading your software—adjustments to processes and systems to adapt to new circumstances, ensuring a smoother evolution. It's the switch from the old to the new, like turning the page of a book.
-> Incremental change: Incremental change is the gradual step-by-step progress, like building a skyscraper one floor at a time. It is the small shifts that accumulate over time, creating meaningful transformation.
-> and last but not least Transformational change is the paradigm shift, like a caterpillar becoming a butterfly—fundamental, profound, and often altering the very core of a system or individual. It's the revolution, not just the evolution.. 

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Incremental change Strategic integration 02

Transformational change. Senior management in validation & evaluation 03

[Audio] Moving on to the next slide - Critical role of culture: Culture is the silent architect of organizational effectiveness, influencing strategy execution and employee engagement. Consultants navigate and optimize culture, recognizing its impact on leadership, collaboration, and overall business performance. Successfully aligning culture with strategic goals is the key to unlocking an organization's full potential.. 

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All the employees may not think to undergo the change, or they may not feel comfortable with the change.  All the changes may not take place as per the expectation of all the employees.  Expectations of the stakeholders would be cultural aspects for organisational change management.

[Audio] Moving on to the next slide - Culture Framework: And here is the culture framework, blueprint of behaviours essential for organizational success. It provides a structured approach to assess, reshape, and align culture with business objectives, offering a roadmap for sustainable transformation. Just as a well-designed building needs a solid framework, a thoughtful culture framework is crucial for building a resilient and thriving organization.. 

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Growth Mindset Treating challenges as opportunities for  growth Offering timely and personalized learning opportunities Building diverse and inclusive workplaces Purpose Aligning mission, vision, and Values Providing flexibility in the workplace Encouraging value-driven leadership models Communication Making multiple communication pathways and channels available Fostering transparent, authentic, and honest leadership communication Encouraging people to share stories, information, and experiences Support Cultivating a sense of mutual understanding and trust Building habits and routines around helping others Training managers and leaders as coaches Collaboration Generating opportunities and removing barriers Fostering agile teams Making multiple collaboration and co-creation tools available Appreciation Formally praising employee contributions Offering compensation and rewards that are meaningful to employee lives Using fair and equitable compensation practices Wellbeing Leveraging the right wellbeing strategies Cultivating a strong sense of belonging Prioritizing physical and psychological safety

[Audio] Moving on to the next slide - Issues in culture change in organisations: Sometimes, the employees are not getting any match with the prevailing policies as well as newly implemented policies, political restrictions are also sometimes taken places. Henceforth, there is restriction observed from the sides of the employees to undergoing the change process successfully.
-> Let me explain an example: Imagine the workplace is like a puzzle, and sometimes the rules and new changes don't fit well with what the employees are used to. It's like trying to wear shoes that are too tight. When this happens, people might resist the changes. To make it work, it's important to talk openly, listen to concerns, and create an environment where everyone feels comfortable with the adjustments.. 

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The employees are required to keep up with the environment, and step changes may not be matched with prevailing conditions.  As per processual model, the organisational changes can be restricted through the organisational politics as well as contents of the change.  Lack of communication and training programs (Scott et al., 2020). Lack of feedback may not give equal opportunity to all the employees regarding expressing their opinions.  Sometimes change is drastic and all the employees may not become accustomed with it.

Issues in culture change in organisations

[Audio] Moving on to the next slide - The Change Process: I have added the basic context, content and politics of change which applied for the organisation.. 

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Context of change Economy History with Change Trust Climate and many more

Politics of change Change Management Change Agents Plans Technical Expertise

Content of change Rationale & Vision Change Solution

[Audio] Moving on to the next slide - Critical changes needed for a change program: Here, I am going to discuss about the critical changes required for any change program within the organisation.The change agency are required to be taken places as per the current market place and current level of sustainability of the competition. The technical aspects will also need to be taken into consideration so that, it will not become the cause of suffering difficulties by the employees.. 

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Critical changes needed for a change program

Changes will be taken place in the marketplace and growth in the competition.  Pressure for imitating other successful companies. Task, technology and the techniques applied.  Local history as well as culture.

[Audio] Moving on to the next slide - Role of senior management: Senior management serves as the vision of the organisation is identified and established by the senior managers and they are responsible for transforming the entire vision of the organisation to short term goals so that it would be possible to be achieved successfully without suffering any hindrance.. 

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Senior management can confirm the requirements for change in the organisation. The established vision of the organisation can be transformed into short term achievable goals  (Hughes et al., 2021). Stakeholder engagement took place through exercise changing within the organisation.  Resource allocation is done by the senior management to the designated areas.  Senior managers can monitor and track the change procedures.

[Audio] Moving on to the next slide - Finding and training: In this perspective, it can be said that, through finding and training it will be possible to know the cause of restriction from the employees regarding undergoing change as well as doubt redressal mechanism is possible to be developed easily. The employees are also provided with the opportunity of self-assessment for overcoming the barriers.. 

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It is necessary to understand the resistance from the employees.  It is necessary to create custom training content.  Flexibility is provided to the employees (Abdullah et al., 2022).  Doubt redressal mechanism is required to set up.  Development  of technology necessary for better learning. It is necessary to provide self assessment as well as instant feedback for the employees.

Design training appropriate for the target audience(s) Before Active Event

Motivate trainers Motivate learners Motivate learners supervisors

Deliver employee training using methods that will lead to key results Day of Active Event

Day of Active Event Evaluate successes and areas for improvement and report findings

[Audio] Moving on to the next slide - Validation and evaluation of change program: It is shown that through tracking the progress of the employees and implementation of proper training schedule it is possible to undergo validation as well as evaluation of training programs. It is also necessary to identify various benefits associated with already developed change management steps. It will be making ensure, that, the changes are always accelerating in nature within the organization as well as recognition of change agents are taken places within the organisation.. 

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Validation and evaluation of change program

Validation  Tracking the employee progress.  Identification of benefits which has already taken place.  Implementation of further training schedule (Börnfelt et al., 2023).  Evaluation  There is change that is always accelerated throughout the organisation.  Recognition as well as achievement of change agents are taken places in the organisation. Continuous increment observed regarding involvement of political players.

[Audio] Moving on to the next slide - Here is the Concluding slide which I have been displaying the recapitulation of the main aspects of the entire representation which has been discussed.. 

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The change manager would focus upon transitional change, incremental change and transformational change.  Identified issues regarding change management are restriction from the employees as well as not matched with the prevailing conditions.   The change agents are required to be focused upon the development of clear vision, creation of custom training content and focused upon to implement continuous change.  Senior management would be focused on establishing clear vision, resource allocation and stakeholder engagement for implementation of a successful change management process.

Mansaray, H.E., 2019. The role of leadership style in organisational change management: a literature review. Journal of Human Resource Management, 7(1), pp.18-31. Röösgren, M., 2022. Change Management related to introducing new tools in the Technical Information organisation. Laur, I. and Danilovic, M., 2020. Enabling change within new forms of organisations: an empirical investigation of change patterns and stakeholder influence on core intermediary activities. Journal of Organizational Change Management, 33(6), pp.1041-1070. Scott, G., 2020. Change matters: Making a difference in education and training. Routledge. Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of Industry 4.0. Journal of management development, 38(2), pp.118-129. Hughes, M. and Wearing, M., 2021. Organisations and management in social work: Everyday action for change. Sage. Abdullah, K.H. and Sofyan, D., 2022. Middle managers and dilemmas in the organisation. Asian Journal of Research in Business and Management, 4(2), pp.35-49. Börnfelt, P.O., 2023. Organising for Change, Learning and Knowledge. In Work Organisation in Practice: From Taylorism to Sustainable Work Organisations (pp. 93-112). Cham: Springer Nature Switzerland.. 

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Mansaray, H.E., 2019. The role of leadership style in organisational change management: a literature review. Journal of Human Resource Management, 7(1), pp.18-31. Röösgren, M., 2022. Change Management related to introducing new tools in the Technical Information organisation. Laur, I. and Danilovic, M., 2020. Enabling change within new forms of organisations: an empirical investigation of change patterns and stakeholder influence on core intermediary activities. Journal of Organizational Change Management, 33(6), pp.1041-1070. Scott, G., 2020. Change matters: Making a difference in education and training. Routledge. Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of Industry 4.0. Journal of management development, 38(2), pp.118-129. Hughes, M. and Wearing, M., 2021. Organisations and management in social work: Everyday action for change. Sage. Abdullah, K.H. and Sofyan, D., 2022. Middle managers and dilemmas in the organisation. Asian Journal of Research in Business and Management, 4(2), pp.35-49. Börnfelt, P.O., 2023. Organising for Change, Learning and Knowledge. In Work Organisation in Practice: From Taylorism to Sustainable Work Organisations (pp. 93-112). Cham: Springer Nature Switzerland.

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Importance of      evaluation in change agency



Name – Bandaru Sai Tarun   
HWU Person ID: H00440945


Hello everyone, my name is Bandaru Sai Tarun

Today, I am representing the topic about the importance of evaluation in change agency.

avatar

Moving on, I am going to discuss about these contents

I will start with the introduction, Necessity of evaluation of change agency, what are the types of changes we have, Critical role of culture and it's framework, Issues in culture change in organisations, The change process, Critical changes need for a change program, Role of senior management, Finding and training, Validation and evaluation of change program.

Moving on to 1st Slide - I am going to provide an explanation of why and how internal change agency use evaluation within the change program and issues regarding cultural changes in the organisation and what are the changes needs to be done in this program, Role of senior management and finding as well as training would be evaluated for validation and evaluation.

Moving on to the next slide - Necessity of evaluation of change agency

Change may cause individuals to face challenges

Evaluation of change agents is helpful in maintaining proper work flow within the organization, changes can trigger surprise through the organisation and changes can be restricted by the employees.

Moving on to the next slide - Types of change

Transitional change is like upgrading your software—adjustments to processes and systems to adapt to new circumstances, ensuring a smoother evolution

It's the switch from the old to the new, like turning the page of a book.

Incremental change is the gradual step-by-step progress, like building a skyscraper one floor at a time

It is the small shifts that accumulate over time, creating meaningful transformation.

-> and last but not least Transformational change is the paradigm shift, like a caterpillar becoming a butterfly—fundamental, profound, and often altering the very core of a system or individual

It's the revolution, not just the evolution.

Moving on to the next slide - Critical role of culture

Culture is the silent architect of organizational effectiveness, influencing strategy execution and employee engagement

Consultants navigate and optimize culture, recognizing its impact on leadership, collaboration, and overall business performance

Successfully aligning culture with strategic goals is the key to unlocking an organization's full potential.

Moving on to the next slide - Culture Framework

And here is the culture framework, blueprint of behaviours essential for organizational success

It provides a structured approach to assess, reshape, and align culture with business objectives, offering a roadmap for sustainable transformation

Just as a well-designed building needs a solid framework, a thoughtful culture framework is crucial for building a resilient and thriving organization.

Moving on to the next slide - Issues in culture change in organisations

Sometimes, the employees are not getting any match with the prevailing policies as well as newly implemented policies, political restrictions are also sometimes taken places

Henceforth, there is restriction observed from the sides of the employees to undergoing the change process successfully.

Imagine the workplace is like a puzzle, and sometimes the rules and new changes don't fit well with what the employees are used to

It's like trying to wear shoes that are too tight

When this happens, people might resist the changes

To make it work, it's important to talk openly, listen to concerns, and create an environment where everyone feels comfortable with the adjustments.

Moving on to the next slide - The Change Process

I have added the basic context, content and politics of change which applied for the organisation.

Moving on to the next slide - Critical changes needed for a change program

Here, I am going  to discuss about the critical changes required for any change program within the organisation.The change agency are required to be taken places as per the current market place and current level of sustainability of the competition

The technical aspects will also need to be taken into consideration so that, it will not become the cause of suffering difficulties by the employees.

Moving on to the next slide - Role of senior management

Senior management serves as the vision of the organisation is identified and established by the senior managers and they are responsible for transforming the entire vision of the organisation to short term goals so that it would be possible to be achieved successfully without suffering any hindrance.

Moving on to the next slide - Finding and training

In this perspective, it can be said that, through finding and training it will be possible to know the cause of restriction from the employees regarding undergoing change as well as doubt redressal mechanism is possible to be developed easily

The employees are also provided with the opportunity of self-assessment for overcoming the barriers.

Moving on to the next slide - Validation and evaluation of change program

It is shown that through tracking the progress of the employees and implementation of proper training schedule it is possible to undergo validation as well as evaluation of training programs

It is also necessary to identify various benefits associated with already developed change management steps

It will be making ensure, that, the changes are always accelerating in nature within the organization as well as recognition of change agents are taken places within the organisation.

Moving on to the next slide - Here is the Concluding slide which I have been displaying the recapitulation of the main aspects of the entire representation which has been discussed.